Discussion Before Termination. 1. Where Council has made a definite decision that it no longer requires the job the employee has been doing done by anyone, pursuant to subclause 42 i. (a) and (b) of this clause and that decision may lead to the termination of employment, Council shall hold discussions with the employee directly affected and with the union to which they belong.
2. The discussion shall take place as soon as it is practicable after Council has made a definite decision which shall invoke the provision of paragraph 1. of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available.
3. For the purposes of the discussion, Council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such that Council shall not be required to disclose confidential information where the disclosure of such would adversely affect Council.
Discussion Before Termination a) Redundancy occurs where the employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour.
b) Further, that where such decision may lead to termination of employment, or any other significant effect on the employee, the employer shall hold discussions with the employees directly affected. For the purposes of this clause “significant effect” is defined as follows:
(i) A reduction in hours and/or remuneration; or
(ii) A proposed change to the employee’s classification or major change in his/her duties; or
(iii) Relocation/redeployment to another location.
c) The discussions referred to in subclause 42.1(b) shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provision of subclause 42.1(a) and shall cover, inter alia, any reasons for the proposed terminations; measures to avoid or minimise the terminations; and measures to mitigate any adverse effects of any terminations on the employees concerned.
d) For the purposes of the discussion the employer shall, as soon as practicable, provide in writing to the employees concerned, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out. Provided that the employer shall not be required to disclose confidential information, the disclosure of which would be inimical to the employer's interests.
Discussion Before Termination. 43.2.1 The Company will discuss with the employee(s) affected and the union(s) as soon as practicable after making a firm decision that a job is redundant and:
a) the reasons for the redundancy, b) any measures to avoid or minimise any adverse effects.
43.2.2 The Company will also provide in writing all relevant information about the proposed terminations to the employee(s) concerned.
Discussion Before Termination. The Company must not terminate this Agreement under clause 7.2(a) without the Board first discussing and seeking to resolve the matters raised by the Company with the Chief Executive.
Discussion Before Termination. 28.3.1 Where a Council has made a definite decision that it no longer wishes the job the employee has been doing done by anyone pursuant to subclause 28.1.1 and 28.1.2 of this clause and that decision may lead to the termination of employment, the Council shall hold discussions with the employee directly effected and with the union to which they belong.
28.3.2 The discussion shall take place as soon as it is practicable after the Council has made a definite decision which shall invoke the provision of paragraph 28.3.1 of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available.
28.3.3 For the purposes of the discussion, the Council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. Provided that the Council shall not be required to disclose confidential information the disclosure of which would adversely affect the Council.
Discussion Before Termination. (a) Where Xxxxxxxxx has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone pursuant to subclause 14.2 (a) (i), and that decision may lead to the termination of employment, Armaguard shall hold discussions with the employees directly affected and the union to which they belong.
(b) The discussions shall take place as soon as is practicable after the Armaguard has made a definite decision which will invoke the provision of clause 14.3(a) and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations on the employees concerned.
(c) For the purposes of the discussion Armaguard shall, as soon as practicable, provide to the employees concerned, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out. Provided that Xxxxxxxxx shall not be required to disclose confidential information the disclosure of which would adversely affect Armaguard.
Discussion Before Termination. Where the Company has made a definite decision that the Company no longer wishes the job the employee has been doing, done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the Company shall hold discussions with the employees directly affected and with their Union at least four weeks prior to any announcement.
Discussion Before Termination. Where a Council has made a definite decision that it no longer wishes the job the employee has been doing done by anyone pursuant to sub-clause 28.1.1 and 28.1.2 of this clause and that decision may lead to the termination of employment, the Council shall hold discussions with the employee directly effected and with the union to which they belong.
Discussion Before Termination. 42.3.1 Where MCW has made a definite decision that it no longer wishes the job the employee has been doing done by anyone pursuant to Clause 42.1.1 and 42.1.2 and that decision may lead to the termination of employment, MCW shall hold discussions with the employee directly effected and with their representative.
42.3.2 The discussion shall take place as soon as it is practicable after MCW has made a definite decision which shall invoke the provision of Clause 42.3.1 and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned.
42.3.3 For the purposes of the discussion, MCW shall, as soon as practicable, provide to the employee(s) concerned and their representative, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. Provided that MCW shall not be required to disclose confidential information, the disclosure of which would adversely affect MCW.
Discussion Before Termination. 12.3.1 Where Xxxxxxxxx has made a decision that it no longer requires the job the employees have been doing done by anyone, and that decision may lead to termination of employment, Xxxxxxxxx must have discussions as soon as practicable with the employees directly affected. Discussions must include:
i. the reasons for the proposed terminations;
ii. measures to avoid or minimise the terminations;
iii. measures to mitigate the adverse effects of any terminations on the employees concerned iv. the period over which the terminations are likely to be carried out
12.3.2 For the purposes of such discussion, Xxxxxxxxx must also provide to employees concerned the same information in writing as soon as practicable.
